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              人力資源Essay范文:Job Satisfaction Analysis

              論文價格: 免費 時間:2022-04-25 09:42:22 來源:www.eanhe.com 作者:留學作業網

              本文是人力資源專業的Essay范例,題目是“Job Satisfaction Analysis(工作滿意度分析)”,對于被調查的學生,從圖中可以看出,幾乎一半的受訪者在培訓期間對自己目前的工作不滿意,相反只有大約20%的人對自己目前的工作感到滿意和中立。對工作非常滿意和非常不滿意的人比例更少。雖然近一半的受訪者不滿意他們目前的工作,但仍有22%的受訪者滿意他們的工作。

              Internal Factors內部因素

              Regarding the student surveyed, from Figure, almost half of the respondents dissatisfied their current job on training period, conversely only around 20 percent who are satisfied and neutral their current job respectively. There are fewer percentage of strongly satisfied and strongly dissatisfied their job. Although there are almost half of the respondents dissatisfied their current job, it still have 22 percent respondents satisfied their job.

               

              人力資源Essay范文

              According to the student surveyed, from Figure , most of the respondents select good relationship with colleagues as their main reason of job satisfaction. Base on this question the respondents can select more than one choice as a result the total number is 77. However, flexibility working hour and satisfied staff benefits are not the main reason affect job satisfaction by 17 and 16 results respectively, it is shown that there is a huge disparity compare with the result of good relationship with colleagues. It can be analyze that employees are more concern their relationship with colleagues to effect the job satisfaction, thus influence the turnover rate.  

              根據對學生的調查,從圖中,大多數受訪者選擇與同事的良好關系作為他們工作滿意度的主要原因。在這個問題上,被調查者可以選擇多個選項,結果總共是77個。然而,彈性工作時間和員工福利滿意度并不是影響工作滿意度的主要原因,結果分別為17和16,與與同事關系良好的結果相比,存在著巨大的差距??梢苑治?,員工更關注與同事的關系來影響工作滿意度,從而影響離職率。

              As can be seem from the students surveyed, the result shown that most of the respondents are chosen rapid growth of hotel industry and government policy are two main external factors influence turnover rate are chosen by 26 and 18 results respectively. Base on this question the respondents can select more than one choice so that the total number in this question is 62. Besides, non-local employees and inflation are only chosen by 8 and 10 results respectively. It seem that the survey can reflect the respondents view the impact of high turnover rate owing to rapid growth of hotel industry and government policy.

              從被調查的學生中可以看出,結果顯示大多數受訪者都選擇了酒店行業的快速增長和政府政策是影響離職率的兩個主要外部因素,結果分別選擇了26和18。根據這個問題,受訪者可以選擇多個選項,所以這個問題的總數是62。另外,非本地雇員和通貨膨脹分別用8和10的結果來選擇。這一調查似乎可以反映受訪者對酒店行業快速增長和政府政策導致高離職率的影響的看法。

              Rapid growth of hotel industry may increase turnover way due to the same manpower pool. The number of hotel rooms in Hong Kong needs to be almost doubled in the next 10 years, according to the head of a government economic task force (Siu and Nip). The reason of sharply increase the number of hotel rooms probably relevant impact of Hong Kong-Zhuhai-Macau bridge and the high-speed cross-border railway. In response to satisfy a large demand of tourists, hotels need to absorb enormous quality employees so that can maintain the standard of quality. However, due to the labor supply is not able to meet the demand in the market; the existing employees may try to seek to better jobs due to availability choice (Lei).

              酒店行業的快速增長可能會增加營業額的方式,因為相同的人力資源。政府經濟專責小組(Siu and Nip)負責人表示,未來10年,香港的酒店客房數量需要增加近一倍。酒店客房數量大幅增加的原因可能與港珠澳大橋和高鐵的影響有關。為了滿足游客的大量需求,酒店需要吸收大量高素質的員工,才能保持質量的標準。然而,由于勞動力供給不能滿足市場的需求;現有員工可能會因為可用性選擇而試圖尋找更好的工作(雷)。

              Even there isfresh graduates study in hotel management in every year but not all graduates will work in the hotel industry (The Greatest Challenge). Heavy workload, shift work, overtime working those reasons may affect the graduate’s select hotel industry as their careen. Owing to the limitation of labor, the existing staff can be selective in their choice of employment since rapid growth of hotel industry. For instance, the less favorable job like stewards, food and beverage servers and room attendants are especially high turnover way, owing to heavy workload and lack of attractiveness (Lei). To attract those indispensable front office staff, many hotels are willing to provide high salary and better position to effectively attract employees (Lei). Therefore, more employees will terminate their employment to choose the job with valuable benefits.

              即使每年都有應屆畢業生學習酒店管理,但并不是所有的畢業生都將在酒店行業工作(最大的挑戰)。工作繁重、輪班、加班等原因可能會影響畢業生選擇酒店行業作為職業發展方向。由于人力資源的限制,酒店行業的快速發展使得現有的員工在選擇就業時具有一定的選擇性。例如,乘務員、餐飲服務員、客房服務員等不太受歡迎的工作,由于工作量大、缺乏吸引力,離職率尤其高(Lei)。為了吸引那些必不可少的前臺員工,很多酒店愿意提供高工資和更好的職位來有效地吸引員工(Lei)。因此,更多的員工會選擇終止他們的雇傭選擇有價值的福利的工作。

               

              人力資源Essay如何寫

              Statutory Minimum Wage policy法定最低工資政策

              Statutory Minimum Wage may force employer to disband their employee or expropriate the original fringe benefits such as staff’s meal, uniform and break period to compensate the additional cost related to this policy (Hong Kong workers.). Employee compensation is one of the largest costs in hotel (Su, Heo and Leung). Even though the Minimum Wage Ordinance was HKD 30 per hour since 2013, the average hourly wage in hotel employees was about HKD62 (Su, Heo and Leung). Although the policy can balance the excessively low wages and prevent the loss of low-paid jobs (Labor Department), it also affects high turnover way due to job dissatisfaction.

              法定最低工資可迫使雇主遣散雇員或剝奪原有福利(如員工膳食、制服、休息時間等),以補償與此政策有關的額外費用(香港工人)。員工薪酬是酒店最大的成本之一(Su, Heo和Leung)。盡管自2013年起,最低工資條例規定為每小時30港元,但酒店員工的平均時薪約為62港元(蘇、許和梁)。雖然該政策可以平衡過低的工資,防止低薪工作的流失(Labor Department),但它也影響了由于工作不滿而導致的高離職方式。

              In order to recoup the additional cost, some hotel may decrease employee benefits or hired more part-time employee to recover the cost thus destroy relationship. For instance, some hotel kept employing their staff on a basic salary and did not offer them a perpetual job (Su, Heo and Leung). Other example, some hotel had changed to pay their room attendants based on the number of the rooms they had been cleaned instead of pay the working hour after the implementation of Statutory Minimum Wage Policy (Su, Heo and Leung). If the room attendants take longer time to make up certain rooms that supervisor assigned to them, they need to work overtime without compensation. It may definitely affect employee job satisfaction as a result increase turnover rate.

              一些酒店為了收回額外的成本,可能會降低員工的福利或者雇傭更多的兼職員工來收回成本,從而破壞關系。例如,一些酒店繼續以基本工資雇用員工,而不提供永久工作(Su, Heo和Leung)。另一個例子是,一些酒店在實施法定最低工資政策(蘇、許和梁)后,改變了按照打掃房間的數量支付房間服務員的工資,而不是按工作時間支付。如果客房服務員需要較長的時間來整理主管分配給他們的某些房間,他們需要加班而沒有補償。它肯定會影響員工的工作滿意度,從而增加流動率。

              It is a common knowledge that develop a good relationship between employer and employee can probably reduce turnover way. However, Statutory Minimum Wage policy was give stress to employers to maintain their limited cost so that upward pressure to employees and dissatisfied on job satisfaction. Employers tend to reduce the number of employees and shortening the staff working hours to prevent compensation (Su, Heo and Leung). Also, recruit more part-time employees to replace the full-time employees due to effective and easily to maintain offset cost increase. Therefore, the authors had mentioned that hotel tend to reduce the cost of fringe cost as their cost minimization strategy (Su, Heo and Leung). In view of employees confront the work environment that without unpaid break and change the staff’s menu to reduce their staff benefit, they virtually heighten the negative attitude in work environment and job satisfaction as a result cause employees to move to other industries.

              眾所周知,發展良好的雇主和雇員之間的關系可能會減少人員流動的方式。然而,法定最低工資政策給了雇主維持其有限成本的壓力,從而使員工產生了向上的壓力和對工作滿意度的不滿。雇主傾向于減少雇員人數及縮短工作時間,以避免補償(蘇、許及梁)。另外,招聘更多的兼職員工來取代全職員工,因為有效且容易維持抵消成本的增加。因此,作者提到,酒店傾向于降低邊緣成本成本作為其成本最小化策略(Su, Heo和Leung)。鑒于員工面臨無薪休假的工作環境,改變員工的菜單以減少員工的福利,這無端加劇了員工對工作環境和工作滿意度的消極態度,從而導致員工轉投其他行業。

              留學生論文相關專業范文素材資料,盡在本網,可以隨時查閱參考。本站也提供多國留學生課程作業寫作指導服務,如有需要可咨詢本平臺。

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